OUTSOURCING EMPLOYEE BENEFITS

Allison Arunski, Kelsey Hume

Max Holl, Kelly Guion, Chad Wolk

Host: Alex Trebek

Today’s Guests:

Allison

• Hewitt Associates

Max

•Patterson Smith Associates

Kelsey

•Benefit Planning Consultants

$100$100

This is defined as the transfer of some or all administrative and or

employee relations tasks currently performed by internal resources to

a third party vendor.

$200$200

This is a combination of insourcing and outsourcing in which as third-

party vendor provides certain human or technology resources as

an extension of the employer’s own resources.

$300$300

These are the three broad categories of programs offered in the

marketplace for outsourcing of employee benefits.

$400$400

The Defined Contribution Outsourcing program establishes administrative control over this

comprehensive service.

$100$100

Which of these is not an outsourcing employee benefit: Cost Reduction, Focuses on Differentiation, Expert Advice, or Consistency throughout

the organization.

$200$200

This benefit of outsourcing allows HR personal to concentrate on

other things besides routine benefits administration and puts

more emphasis on their long-term strategic human resources needs.

$300$300

This is the result of outsourcing to a large-scale vendor to provide

up-to-date technology at a low cost.

$400$400

The legal requirements that can uncover serious compliance problems that result in large

financial penalties when a firm is not highly specialized and careful

in this subject matter.

$100$100

Outsourcing firm does not provide value and actually increases

______.

$200$200

In-house HR provides exceptional benefits packages and employee perception of these benefits is

positive.

$300$300

When employees feel their benefits are not being provided or

protected. Employees have feelings of _______.

$400$400

This HR tool has the greatest future potential for benefits services to be

kept in-house.

$100$100

These costs include: Staffing, technical support, system costs, incidental costs, legal costs, tax

implications, and communication costs.

$200$200

When a company does this, it uses a single vendor to manage all aspects

of its HR department.

$300$300

How do we do this? How do we measure each of the options? Are our costs forecasts good? Is the process involved by answering

these questions:

$400$400

How long should it take?

What are the risks?

What should we do internally?

Are all questions that should be asked when doing this.

$100$100

Central Location for Employees of outsourced HR departments to

voice concerns and receive answers to questions.

$200$200

This is a 24/7 support tool for Employees to manage their benefits without personal

assistance.

$300$300

These plans result from communication between clients, outsourcing firms, and insurance

providers to put together a complete benefits package.

$400$400

This results in higher productivity, allowing for more time to

strategize.

TOTALSTOTALS

KELSEY MAX ALLISON

$1300 $1700 $2000

This strategy should be used when a large-sized company is

experiencing problems with employee satisfaction of benefits,

and are unsure if their benefits package meets legal requirements.

KELSEYKELSEY

What is E-HR Technology?

$1000

MAXMAX

What is Selective Outsourcing?

$1700

ALLISONALLISON

What is Total-Benefit Outsourcing?

$1699

JUDGES RULINGJUDGES RULING

And the WINNERS is…..And the WINNERS is…..

ALLISON